Probably a non member afraid to ask for help. Either that or there is a lot of laziness going on.
Paid Parental Leave
- Thread starter GulfBravoPapa
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Stinger
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Article 26 is the FMLA/PPL. 480 hours to use as you want. Can be all at once, split up, etc, because it follows the FMLA law. (The FAA HRPM for FMLA says also "Birth or placement of a healthy son or daughter: Consideration may be given to an employee’s request for intermittent leave (e.g., taking leave in segments) for the birth or placement of a healthy son or daughter. The manager has the sole discretion whether to approve or disapprove intermittent leave or a reduced work schedule for this purpose. "
Article 30 is additional time that allows for 6 months of uninterrupted time, and then an additional 3 months that isn't guaranteed.
SoCal and Western Pacific just the last couple years were very accommodating of intermittent use, at least in the 24/7 facilities.
Article 30 is additional time that allows for 6 months of uninterrupted time, and then an additional 3 months that isn't guaranteed.
SoCal and Western Pacific just the last couple years were very accommodating of intermittent use, at least in the 24/7 facilities.
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Member for 11 years so that’s wrong. My rep is working on it and is a great guy, but even the region is telling him it’s up to the ATM… Just want more fight. I love the idea of submitting multiple schedules of intermittent.. swamp them with 5 options. If they say no to all, that’s looking more and more like they are unwilling to help.
If I burn up my PPL and I’m under a year since my kid was born, can I use article 30?
Yes. Up to 6 months guaranteed if consecutive, another 3 months at managers discretion. You can use any mix of leave - annual/ sick/ lwop. If you use lwop just make sure you're in a pay status each pay period to continue benefits. You can also straddle holidays and get a free holiday day off. Any other questions feel free to pm me. I took a total of 7ish months off between article 30 and ppl.
Sassyquatch
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I believe the contract states that art 30 starts the time of birth (I don't have the contract on me so I can't verify atm), so if you're outside of 6 months and they won't approve the addition 3 then you could be SOL. BUT if management approves it then just don't say otherwise lol
Not true at all. We had a guy wait until his baby was 11 months old to use a month. As long as you don't start it and come back to work the initial use has to be approved
Does the LWOP stuff still work with just using some type of leave in a pay period? Cause I know for military deployments with the guard they changed that. It used to be that as long as you put a day of leave per pay period (military/sick/annual/etc) you would accrue leave throughout the deployment. But now it's for every 80hrs of LWOP you accrue you don't earn any leave. It doesn't mess with retirement stuff for deployments but I'm curious if it's not the same for LWOP in PPL cases
Sassyquatch
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It is true that every time lwop hits 80 hours you don't accrue leave in the pay period you hit 80. Your health benefits continue as long as you are in a pay status. I went as low as 2 days of pay and 8 days of lwop in certain pay periods just to keep the benefits going. I don't remember how many days of leave I forfeited but it wasn't anything crazy. (Maybe 3 or 4)
SquawkHijack
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Feel like the subject of LWOP affecting one’s retirement date doesn’t get brought up as much as it should. I was told using a certain amount of LWOP can definitely push back your retirement eligibility date but it was a pretty vague conversation tbh.
Yeah same. Last I was told was 10 days of LWOP a year puts you back one month.
I also inquired how a suspension affects that and also got a vague managerial conversation
Excess of 6 months in a calendar year.
Effect of Extended Leave Without Pay on Federal Benefits and Programs
Table shows the amount of LWOP (or other nonpay status) that is creditable service for purposes of determining a Federal employee's entitlement to or eligibility for certain Federal benefits and programs.
West coast terminal facility
I have had previous intermittent PPL days approved earlier this year.
Just had several days of intermittent PPL denied that was requested over the coming weeks. I requested these dates several months ahead.
Contacted management asking for the reason of denial.
Response from management to NATCA local was one reason for the denial was someone who has continuous PPL inputed before me. Understood.
The main point it was denied because of short staffing during the summer months. Local NATCA says intermittent PPL is being treated as a "higher class" of spot leave.
Summer schedule was posted on WMT below the staffing guidelines.
I have asked other people if they ever had intermittent PPL denied from my facility and other facilities and they said no.
I know the national MOU states intermittent PPL shall not be unreasonably denied.
My fac rep will try to work with management to get the dates approved but I'm not sure if it will be approved.
What are my options? Does anyone have experience where intermittent PPL was denied because of staffing?
I have had previous intermittent PPL days approved earlier this year.
Just had several days of intermittent PPL denied that was requested over the coming weeks. I requested these dates several months ahead.
Contacted management asking for the reason of denial.
Response from management to NATCA local was one reason for the denial was someone who has continuous PPL inputed before me. Understood.
The main point it was denied because of short staffing during the summer months. Local NATCA says intermittent PPL is being treated as a "higher class" of spot leave.
Summer schedule was posted on WMT below the staffing guidelines.
I have asked other people if they ever had intermittent PPL denied from my facility and other facilities and they said no.
I know the national MOU states intermittent PPL shall not be unreasonably denied.
My fac rep will try to work with management to get the dates approved but I'm not sure if it will be approved.
What are my options? Does anyone have experience where intermittent PPL was denied because of staffing?
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I dont have an answer to your question but at a minimum I would say draw a line in the sand and tell them that you have responsibilities related to the care of your child on those dates and you will absolutely not be at work. From there it would be an argument of sick leave vs ppl and im guessing thats an easier W
You aren't using PPL to be taken off the schedule. You are using FMLA to get off the schedule, coded as LWOP. PPL is used to pay you back for the LWOP you took. As long as management agreed to intermittent usage, you are entitled to all the days off, regardless of staffing or any other reason they try to deny it. The magic words to ask management, preferably via email for a papertrail, "I'm invoking FMLA for these days off. Are you denying my request?".
Tater_Toad
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GET EVERYTHING IN WRITING.
Then starry filling complaints with any agency that might be relevant. File an EEOC complaint. These idiots try these stunts because everyone is too chicken shit to call their bluff.
jorgeluis161
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This.... Fucking this.
